1. Be indirect and gentle, framing feedback as suggestions or observations. 2. Use positive language to highlight strengths before addressing areas for improvement. 3. Ask questions, allowing them to reflect on their actions or choices. 4. Show empathy, ensuring the feedback feels constructive rather than critical.

When giving feedback to a team member from an indirect communication culture, it's important to be tactful and sensitive to their preferred communication style. Begin by creating a safe, respectful environment for the conversation, ensuring the tone is constructive rather than confrontational. Use positive reinforcement before gently addressing areas for improvement, framing the feedback in a way that focuses on growth rather than criticism. Be mindful of non-verbal cues, as indirect communicators may avoid direct confrontation. Offering feedback in a supportive, empathetic manner helps maintain trust and promotes a collaborative atmosphere for development.

Understand Their Cultural Norms Indirect communication cultures (e.g., many parts of Asia, the Middle East, or Latin America) often prioritize maintaining harmony and avoiding direct confrontation. Feedback is typically given in a way that preserves dignity and minimizes discomfort. 2. Choose the Right Setting Provide feedback in private to avoid embarrassment or loss of face. Ensure the environment feels safe and conducive to open dialogue.

Primeiro deve-se destacar aspectos positivos para que seja criado um ambiente de total confiança. Acredito que quando abordamos questões que precisam de melhorias devemos utilizar exemplos que façam com que a pessoa reflita sobre o que pode ter ajustes. A mensagem então será passada de forma mais eficaz e sem desconforto.